We talk with HR Business Partner of Volvo Group, Dominika Błażewicz, about the key competencies of HR Business Partners, their business tasks and the challenges faced by modern managers.
Who is an HR Business Partner and what are their tasks? How does this role differ from an HR Manager or HR Director?
HR Business Partner is a link between internal HR administration – people responsible for creating procedures list of conduit cn cell phone numbers policies, labor law, managing salaries and benefits in the organization – and business. This role was created for advisory purposes and dates back to the 1990s. It was then that the Heinrich model was created, dividing these functions in HR into three main ones: the center of expertise, the HR and payroll department, and the HR Business Partnering department. The HR BP department is responsible for implementing what the expertise department develops and prepares in the form of policies.
HR BP’s tasks cover all aspects related to people management. HR Business Partner can work in organizations, reporting directly to the board or indirectly to the HR Manager or HR Director. The reporting line depends on the size of the organization and its work model.
The HR Business Partner’s tasks also depend on the same factors. They can be more strategic or operational, but they are most often mixed. As a rule, the management staff in organizations is responsible for managing people, and HR Business Partners help them make the best decisions regarding employees. They can concern every aspect of an employee’s life – it can be support in making a decision about employment, planning development, a decision about promotion, but also about taking action in a situation of low results. HR Business Partners, when advising, use the knowledge and familiarity with the HR processes and systems functioning in the company, HR indicators, labor law, best practices and knowledge of human psychology.
How to become HR BP?
Most often, people who have previously worked in HR teams are promoted to the role of HR BP – specialists in training, HR and payroll, recruitment. This results from their desire to expand their responsibilities and the need to work more closely with clients – because HR BP treats its business as clients for whom it provides its services.
An effective HR BP is a specialist who, on the one hand, is excellent at building relationships, and on the other hand, is task-oriented and has an analytical bent. In addition, key competencies include the ability to solve problems and manage change, multitasking, fluent English, practical knowledge of labor law regulations and knowledge of MS Office tools. Previous experience in recruitment, training organization, HR consulting, etc. is an excellent choice.
To become an HR BP in latvia, google searches about inflation have increased by 350% it is best to find out if such a position exists in the organization in which we work. If so, find out what the requirements are (e.g. by reading the job description), develop the indicated areas and apply in internal recruitment. It is also worth asking for the possibility of mentoring or shadowing an experienced HR BP in our organization. If we do not have a completed degree in psychology or sociology, the “HR Business Partner in practice” course can successfully be a substitute.
HR Business Partner is a role that largely involves working with people, so not everything in this field can be precisely quantified. What are the key KPIs of an HR Business Partner?
HR BP is responsible for the cpa email list implementation and proper functioning of HR processes and tools in the organization. It does this through education, consulting, support for management staff and monitoring HR indicators.
The most commonly measured indicators include:
- staffing levels, i.e. the number of people employed in full-time positions, B2B contracts and civil law contracts;
- rotation;
- number of open recruitments;
- duration of recruitment ( time to fill );
- demographic indicators, such as the percentage of women in the organization and in individual employee groups, age distribution in the population;
- absenteeism.
The HR BP role itself is so diverse, and business changes so dynamically, that it is difficult to get bored in this role. Changing requirements, goals, work methods and challenges mean that there is no shortage of interesting projects that allow for continuous professional development. HR Business Partners are excellent candidates for HR Managers and specialists in HR functions, e.g. those responsible for remuneration or talent management.
What business tasks does HR BP solve and how does it find out about them?
The projects, initiatives and tasks supervised by HR BP always result from current or forecasted business challenges.
These may be orders from the management board – when it decides, for example, to reorganise, the role of HR is to plan it and communicate it to managers.
Another source of information is quantitative and qualitative indicators. These include: turnover rate, percentage of women or men in the population, age distribution.
Observing a trend is a clear recommendation that something needs improvement. Knowing that turnover is increasing and having qualitative data from interviews with departing employees, I can return to management with an analysis of the observed situation and recommended actions. This is where analytical skills and working with Excel come in very handy – to be able to spot trends, prepare pivot tables and charts that will help convince management to make good decisions.